Veterinary medicine is in a hiring crisis.

According to the U.S. Bureau of Labor Statistics, vet med positions are still projected to grow far faster than the economy-wide average: 10% growth for veterinarians, 9% for veterinary technologists and technicians, and 9% for veterinary assistants and laboratory animal caretakers from 2024 to 2034, versus just 3% average growth across all U.S. occupations. Combined, that's roughly 30,800 net new positions by 2034, plus tens of thousands more annual openings as workers retire or change fields.

We are officially in a talent-constrained market, and the power of choice has shifted into the hands of job seekers. They are negotiating more heavily and refusing to settle for inadequate pay, unhealthy culture, and restrictive contracts. We as a profession must evolve. We must center the candidate in our recruiting process.

Build a Comprehensive Candidate Journey

A people-first approach means thinking through every touch point in the candidate journey with a strong emphasis on the candidate experience. Every company needs to make the process as seamless and personalized as possible.

Candidate touchpointHow to handle it
How do candidates find your job postings and apply?Post on the top veterinary job sites: Scout by Hound, Indeed, AVMA Veterinary Career Center, AAHA Veterinary Jobs, and NAVC Retriever.
How do candidates know what happens after applying?A simple, templated acknowledgment email goes a long way. Thank them personally, give a clear timeline, and provide a way to follow up.
How do candidates schedule and prepare for interviews?Send a full itinerary in advance: attire, who they will meet, what to bring, arrival time, and what to expect. If they are relocating, offer to pay for a site visit and help them explore the area.
What do candidates experience at the interview?Welcome them by name, introduce them to the whole team, spend quality time with them, and rock your elevator pitch on why your practice is a great place to work.
How long do candidates wait to hear back?Follow up the same day with a clear timeline. Use email scheduling tools if your calendar is packed.
How do candidates find out if they got the job?Reach out to everyone, whether offering or declining. Candidates who don't get an offer can still become referrals or future hires.
How do candidates learn their start date and what to expect on day one?Let them set the pace on timing. A paid week off before they start is a powerful differentiator. Send a clear welcome email covering start time, attire, what the day looks like, and any paperwork needed.
How are candidates treated on their first day?Prep the team, learn the new hire's working style (communication, motivation, recognition preferences), and make them feel genuinely welcomed.
How can candidates give feedback on the process?A short survey or debrief call helps you continuously improve and gives new hires a sense of ownership.

Craft an Excellent Candidate Experience

Be Responsive. Show candidates they are important by being communicative via phone, text, and email. Let them know they can reach out even on weekends.

Be Transparent with Next Steps. If hiring is paused or another candidate has an offer, say so. Solicit feedback during and after the process. Offer feedback when you don't move forward with someone.

Make Evaluations as Quantitative as Possible. Use core values as a framework to minimize unconscious bias. Instead of "they don't feel like a fit," be able to say "they don't exhibit this specific value."

Get to Know the Person Behind the Application. Ask what fills their cup, what their goals are, and what they are looking for. Focusing on the whole person leads to more job satisfaction and better retention.

Start Putting People First

If we are going to combat the hiring crisis in vet med, we need to take actionable steps to attract and retain talent. We can make a better, healthier future for vet med. It will take some work, but we know this industry is up for the task.